Employee Coaching/Counseling

Question 1

What is the difference between COACHING and COUNSELING?

Answer 1

COACHING immediate input, guides toward positive improvement, puts employee on notice

COUNSELING early intervention, intended to prevent discipline

Question 2

If a matter of minor offense, what/who can you consult to determine the offense severity?

Answer 2

1. Review OG 65
2. HRBP and/or Professional Standards Manager

Question 3

If the minor offense could result in a oral reprimand or higher, the matter should be referred to who?

Answer 3

Professional Standards Office

Question 4

COACHING should ideally include what 3 things?

Answer 4

1. Objective description of problem
2. Direction on how to correct behavior
3. Explanation of applicable policy

Question 5

What should COUNSELING include? (7)

Answer 5

1. Objective description of problem
2. Direction on how to correct behavior
3. Explanation of applicable policy

ADD:
4. Previous coaching on same issue
5. Timeline for improvement
6. Description of supervisor follow-up
7. Resources available
8. Consequences if no change

Question 6

Coaching and Counseling should be conducted by who?

Answer 6

In person by employee’s IMMEDIATE SUPERVISOR

Question 7

For COUNSELING, what shall also be given to employees during the session?

Answer 7

Written copy of the counseling

Question 8

Does the employee being counseled have a chance to respond or disagree?

Answer 8

YES

Question 9

An employee may have counseling entries reviewed when?

Answer 9

AFTER 1 year

Question 10

Counseling entries will only be changed or removed if the entry is determined to be what? (2)

Answer 10

1. Factually inaccurate
2. Worded inappropriately

Question 11

An employee may appeal a counseling entry to who?

Answer 11

A UNION Representative

May also submit a written response to their Supervisor